Last week we explored how firm’s should use inclusive language to foster a diverse workforce, and in turn attract and retain top talent. This week, we’re taking that one step further and discussing how inclusivity should be championed in all aspects of team management – from open communication and equal opportunities to tailored development and inclusive team moments.
Effective team management goes beyond achieving organisational goals; it involves cultivating an inclusive environment where every team member feels valued, heard, and respected. Inclusion is not just a moral imperative but should be at the core of team management to enhance collaboration, creativity, and overall team performance.
Building an inclusive working environment is more than just a diversity checkbox; it is about recognising the unique strengths, perspectives, and contributions of every team member. When individuals feel valued, they are more likely to be engaged and committed to their work, and this culture is also highly attractive to candidates who want to work with modern and forward-thinking firms.
Let’s look at the current state of diversity and inclusion (D&I) – A UK HR and recruitment study revealed that just under half of UK employers don’t have a dedicated D&I strategy in place, with a third saying they aren’t planning anything new with D&I in the next five years, and 5% said they hadn’t focused on D&I in the past five. What’s more, a quarter described their D&I plans as reactive rather than proactive, responding to outside influences such as the Black Lives Matter protests or mandatory reporting requirements. This is despite the proven positive impact of D&I efforts on employee engagement and retention, so why are companies reluctant to implement D&I strategies?
If you’re a forward-thinking firm, you’ll want to explore these four examples of how you can foster inclusion within your team:
Promote open communication and feedback
Encourage open dialogue within the team, creating an atmosphere where everyone feels comfortable sharing their thoughts and ideas. Managers should actively seek feedback from team members and ensure that their opinions are valued. Regular team meetings, one-to-one check-ins, and anonymous feedback mechanisms can provide multiple avenues for communication. This approach not only promotes inclusivity but also allows for diverse perspectives to be considered in decision-making processes.
Provide equal opportunities for growth
Ensure that opportunities for professional development, mentorship, and career advancement are accessible to all team members. Managers should actively work to identify and eliminate any biases in the allocation of projects, promotions, or training opportunities. By creating a level playing field, managers empower every team member to reach their full potential, reinforcing a culture of fairness. This approach not only boosts individual career growth but also contributes to the overall success of the team and helps to retain talent.
Recognise and celebrate diversity
Acknowledge and celebrate the diversity within the team, recognising that each individual brings a unique set of skills, experiences, and perspectives. Managers should actively promote an inclusive culture by highlighting achievements and milestones of team members from various backgrounds. This can be done through regular team shout-outs, celebrating cultural observances, and ensuring that diverse voices are represented and heard in team discussions. By doing so, managers create an environment that values and appreciates differences.
Establish inclusive team moments
Foster a sense of camaraderie and belonging through inclusive team moments. This could include team-building exercises that consider the diverse interests of team members, as well as social events that accommodate various cultural or lifestyle differences. During meetings, icebreakers can be a great way to give everyone the opportunity to speak and for team members to find common ground. Inclusive team activities help break down barriers, build trust, and create a positive team culture. Managers should actively participate in and support these activities, emphasising their commitment to inclusivity.
Firms should have diversity, equality, and inclusivity policies in place, which act as pillars for day-to-day operations, and the examples above are ways to go a step further than the basic requirements. When managers prioritise inclusion, they unlock the full potential of their teams and open their doors to a diverse talent pool when recruiting. Inclusion is not just good for people; it’s good for business.
Here at Public Practice Recruitment Ltd, we only work with firms that demonstrate inclusion across all aspects of their business and we have a zero tolerance approach to any discrimination within the recruitment process. As such, we represent truly talented accountants who are looking for opportunities with modern firms that have inclusive values at their core.
If you’re looking to recruit, whether you need experienced accountants, seasoned auditors, or tax specialists, our network of candidates spans the length and breadth of the country, and our team is on hand to help find the right people who can add real value to your team. Don’t hesitate to contact us today!
